•DEFINITION AND

CONCEPT OF INDUSTRIAL
RELATIONS
•APPROACHES TO
INDUSTRIAL RELATIONS
•DIFFERENT ROLES IN
INDUSTRIAL RELATIONS
•OBJECTIVES OF
INDUSTRIAL RELATIONS
•INDUSTRIAL DISPUTES
PREVENTION MACHINERY
 DEFINING INDUSTRIAL
RELATIONS

ACCORDING TO ILO “INDUSTRIAL RELATIONS

DEAL THE RELATIONSHIPS BETWEEN THE
GOVERNMENT AND EMPLOYERS AND
WORKERS ORGANISATIONS OR THE
RELATIONS BETWEEN THE OCCUPATIONAL
ORGGANISATIONS THEMSELVES”
• V.B. SINGH DEFINED INDUSTRIAL
RELATIONSAS “AN INTEGRAL ASPECT OF
SOCIAL RELATIONS ARISING OUT OF
EMPLOYER - EMPLOYEE INTERACTION IN
MODERN INDUSTRIES, WHICH ARE
REGULATED BY THE STATE IN VARYING
DEGREES IN CONJUCTION WITH ORGANISED
SOCIAL FORCES AND INFLUENCED BY
PREVAILING INSTITUTIONS.
APPROACHES TO
INDUSTRIAL
RELATIONS
PSYCHOLOGICAL APPROACH TO
INDUSTRIAL RELATIONS
ACCORDING TO
THIS APPROACH ,
MOST OF THE
PROBLEMS IN
INDUSTRIAL
RELATIONS
ARISE BECAUSE
OF THE
DIFFERING
PERCEPTIONS
AND ATTITUDES
OF THE
MANAGEMENT
AND WORKERS.
SOCIOLOGICAL APPROACH

• THIS APPROACH
CONSIDERS THE INDUSTRY
AS A SOCIAL SYSTEM AND
THE VARIOUS GROUPS IN
THE SYSTEM AS
COMMUNITIES MADE UP
OF INDIVIDUALS WITH
DIFFERING ATTITUDES,
CUSTOMS, PERCEPTIONS,
SOCIAL STATUS ETC.’
THESE DIFFERENCES IN
THE SYSTEM GIVE RISE TO
NUMBER OF CONFLICTS.
HUMANRELATIONS APPROACH
• THIS APPROACH HOLDS
THAT THE HANDLING
OF HUMAN
RESOURSCES is
DIFFERENT FROM
HANDLING MATERIAL,
PHYSICAL OR
FINANCIAL RESOURCES.
IT LAYS EMPHASIS ON
THE HUMAN ASPECT
AND THE WAY HUMAN
FEELINGS INFLUENCE
THE WORK RELATIONS
AND BEHAVIOUR OF
EMPLOYEES IN AN
ORGANISATION.
SOCIO-ETHICAL APPROACH
• THIS APPROACH STATES THAT
INDUSTRIAL RELATIONS, APART
FROM HAVING SOCIOLOGICAL
APPROACH, ALSO HAS AN ETHICAL
BASE.
• WORKERS AND MANAGEMENT
SHOULD WORK IN MUTUAL
COOPERATION AND REALISE THEIR
MORAL RESPONSIBILITY TOWARDS
THE ORGANISATIONAL
OBJECTIVES.
• EACH PARTY SHOULD UNDERSTAND
THE OTHER’S ROLE IN THE
GROWTH AND DEVLOPMENT OF
THE ORGANISATION AND
COOPERATE FOR MAXIMUM
BENEFITS.
THE GANDHIAN APPROACH

• THIS APPROACH FOLLOWS

THE PRINCIPALS OF
MAHATMA GANDHI
“ACCORDING TO HIM” A
PEACEFUL WAY OF
RESOLVING CONFLICTS
IS THROUGH NON-
VIOLENCE.IN THE SAME
WAY, PROBLEMS IN
INDUSTRY SHOULD BE
SOLVED THROUGH
SATYAGRAHA AND NON
VIOLANCE RATHER THAN
RESORTING TO VIOLENT
DEEDS AND CRIMES.
 SYSTEMS APPROACH TO
INDUSTRIAL RELATIONS

ACCORDING TO JOHN DUNLOP,

THE BASIC ELEMENTS OF
SYSTEMS APPROACH ARE
PARTICIPANTS, ENVIRONMENTAL
FORCES AND THE OUTPUT. THERE
ARE THREE MAJOR PARTICIPANTS
NAMELY, THE WORKERS, THE
MANAGEMENT AND THEIR
REPRESENTATIVES. THEIR
INTERACTION RESULTS IN
SIGNIFICANT STRATA.
 DIFFERENT ROLES IN
INDUSTRIAL RELATIONS
EMPLOYEES

• EMPLOYEES ARE THE

PILLARS ON WHICH
ORGANISATION IS
BUILT.
• THEY ARE THE CHIEF
CONTRIBUTORS TO
ORGANISATIONAL
OBJECTIVES.
 •TRADE UNIONS, AS DISCUSSED, CONSTITUTE
THE EMPLOYEE REPRESENTATIVE BODIES IN
ORGANISATION,
•THEY NEGOTIATE WITH MANAGEMENT IN THE
INTERESTS OF MANAGEMENT.

•TRADE UNIONS ENJOY POWER AND

STATUS BASED ON THE SUPPORT OF
EMPLOYEES. THEIR POWER IS USED AS
A WEAPON IN REGULATING
ORGANISATIONS ENVIRONMENT AND
HAVING THEIR DEMANDS ACCEPTED BY
THE MANAGEMENT.

•IN SOME CASES, TRADE UNIONS ALSO

HAVE A POLITICAL AFFILIATION, WHICH
ADDS TO THEIR POWER.
THE MANAGEMENT
THE EXPLOITATIVE AUTHORITATIVE
STYLE

WORKERS WERE PAID LOW

WAGES IN SPITE OF
WORKING FOR UNDULY
LONG HOURS AND WERE
RUTHLESSLY EXPLOITED.
THE WORKING
CONDITIONS WERE
PATHETIC, WITH THE
ABSENCE OF EVEN BASIC
AMENITIES LIKE WATER.
 THE BENEVOLENT AUTHORITATIVE
STYLE
UNDER THIS STYLE THE MANAGEMENT WAS KIND
BUT STRICT TOWARDS THE WORKERS. EMPLOYEES
LOOKED UPON WORKERS AS CHILDREN WHO
REQUIRE CAREFUL GUIDANCE.WELFARE AMENITIES
AND OTHER BENEFITS WERE PROVIDED FOR THEIR
WELLBEING.
THE CONSULTATIVE MANAGEMENT
STYLE
•AS TRADE UNIONS WENT FROM
STRENGTH, THEY DEMANDED THAT
THEY TOO SHOULD HAVE A SAYIN
MANAGEMENT RELATED ISSUES.
•MANAGEMENT WAS FORCED TO
INTRODUCE A TWO WAY
COMMUNICATION. THIS
FACILITATED A FREE FLOW OF
COMMUNICATION - DOWNWARDS,
UPWARDS AND LATERALLY.
•INFORMATION SHAIRING,
CONSULTATION WITH UNIONS
AND COLLECTIVE BARGAINING
RECEIVE ATTENTION DURING THIS
STAGE.
 THE PARTICIPATIVE STYLE

IN PARTICIPATIVE STYLE OF MANAGEMENT,

EMPLOYEES ARE CONSIDERED AS
STAKEHOLDERS IN THE ORGANISATION
.THEY ARE TREATED AS PARTENERS AND
SHARE THE POWER WITH MANAGEMENT
THE GOVERMENT
• IT PROVIDES A BASIC
FRAMEWORK WITHIN WHICH
THE MANAGEMENT,THE TRADE
UNION AND EMPLOYEES ARE
EXPECTED TO WORK FOR THE
COMMON GOOD OF
ORGANISATION.
• THE GOVERNMENT COMES INTO
PICTURE WHEN THREE PLAYERS
FAIL TO DO THIS.
• THE GOVERNMENT THEN
INTERVENES AS A MEDIATOR
THROUGH THE PROCESS OF
CONCILLATION, ARBITRATION
AND ADJUDICATION.
 OBJECTIVES OF INDUSTRIAL
RELATIONS
• TO SAFEGUARD THE INTERESTS OF LABOR AND
MANAGEMENT.
• TO DEVLOP MUTUAL UNDERSTANDING AND STRONG
RELATIONSHIPS.
• TO MAINTAIN INDUSTRIAL PEACE AND HARMONY.
• TO IMPROVE STANDARD OF LIVING BY PROVIDING WORKER
WITH BASIC AND STANDARD AMENITIES.
• TO ENSURE DISCIPLINE.
• TO IMPROVE THE BARGAINIG CAPACITY OF WORKERS
THROUGH TRADE UNIONS.
INDUSTRIAL DISPUTES PREVENTION
MACHINERY
• WORKER PARTICIPATION
• EMPLOYEE GRIEVANCE
REDRESSAL MACHINERY
• VOLUNTARY ARBITRATION
• CONCILLATION
• COURT OF ENQUIRY
• TRIPARTITE BODIES
• ADJUDICATION
1. LABOR COURTS
2. INDUSTRIAL TRIBUNALS
3. NATIONAL TRIBUNALS